Lucky Hiring and Job Hunting: Recruitment Thoughts on Saint Patrick's Day

Whether you’re a recruiter searching for the perfect candidate or someone looking for a new career, it sometimes feels like job matching takes the “luck of the Irish.”

Candidates: In the Driver’s Seat or Along for the Ride?

When searching for a job, a little bit of serendipity often goes a long way. Maybe the right opportunity pops up on a job board just when you need it. There is a certain amount of undeniable luck involved: being in the right place at the right time, personal factors, maybe even a little risk. Factors entirely unrelated to a job seeker’s application come into play, like shifts in a corporate structure. It makes many people wonder: did I just get lucky?

On the other hand, there are some straightforward ways to take the reins when applying for work so you minimize uncertainties and variables out of your control. Customizing your resume and cover letter for each position, doing research before an interview, and taking advantage of resources and technologies are all keys to creating your own luck and success.

Employers: Broadening the Hiring Strategy

Recruiters and hiring managers also deal with a multitude of factors that affect their candidate pool and their hiring options. For example, perhaps there is a sudden need to fill a role or, conversely, a hiring freeze is put into play.

Thankfully, there are many strategies and technologies that help employers get “lucky,” from developing relationships and identifying the best candidates to asking the right questions. Simplifying hiring process using modern HR software like VidCruiter can eliminate many variables and question marks, bringing luck on the side of the hiring team.

Using Technology to Take the Guesswork Out of Hiring

Recruitment is becoming increasingly digital and there are a variety of ways to digitize hiring. But with so many options available, it’s important to pick the right ones for the unique needs of your business. For example, you may want to automate your recruitment system to streamline the more monotonous, time-consuming parts of the hiring process.

Finding the right balance between technology and human judgement is vital. Artificial intelligence, for example, can be flawed and key pieces of information are missed. AI often loses all the nuances of human interaction. A structured video interview, on the other hand, uses technology to organize information without sacrificing the human in human resources, ultimately giving recruiters more insight. VidCruiter uses this approach to maintain the finesse of a face-to-face interview and get the most out of technology.

The Right Tech, the Right Hires

There’s always a bit of luck involved in the hiring process for everyone involved. But with a well-developed strategy and customizable technology, organizations can find, attract, and retain top talent. After all, hardworking, loyal employees are a company’s lucky charm—no four-leaf clover necessary!